Organisation in Global for Globalisation- myassignmenthelp.com

Question: Discuss about theOrganisation in Global Environmentfor Globalisation. Answer: Introduction The first activity focuses on the application of Taylors Principle in the modern world. The theory suggested by Taylor can be implemented in the modern business scenario in order to provide a competitive advantage to the organisations. The application of this theory in call centres is also stated. The second activity deals with Friedmans rule about globalisation. Friedman suggests the iron rule that exists in the flat world. The fact that the world is in the third version of globalisation according to Friedman can bring about certain risks and drawbacks for the business. The uniformity of globalisation is also stated in the report. The theory proposed by Fredrick Taylor is widely accepted as one of the best time management theories in the world. According to Aitken (2014), in the modern world, the competition between industries and employees are more intense than what it was earlier. Hence, people residing in Australia, UK and in the United States need to accept the suggestions given by Taylor. Moore (2016) stated that the aim of these companies is also to expand and increase reputation in the business world. Hence, the managers need to install the Taylorism theory in order to get more productivity at a less time. This can also improve the employees as the amount of pay for increases. Not only this, employees working harder are provided with the added bonus that may motivate them to continue to work in an efficient manner. In a call centre, the employees are provided with a particular script that they need to repeat each time they attend a call. Not only that, at times they also have to provide proper solutions so that people clear their misunderstandings. After analyzing this scenario, it can be said that the workers at a call centre need to adopt the Taylorism principle (Nyland, Bruce and Burns 2014). This is required because, with the increase in call rates, these companies get to make profits. Hence, employees fulfilling their targets can get incentives. If the employees exceed the target provided, then they also can get a financial motivation. This is another reason for the application of Taylors principle in call centres (Witzel and Warner 2015). The video clip portrayed the scenario of business about 100 years ago. In the modern world, the ways to conduct business have changed (YouTube.com 2017). However, the one thing that has remained constant is the profit-making goal of the business. With the increase in competition, businesses need to be more productive and aim to gain a competitive advantage over the rivals. Hence, the application of Taylors principles is required in the modern world. In this context, Stoller (2015) stated that certain countries in the African region and in the Asian sub-continent need to adopt this principle to increase the motivation of employees. Despite the cultural differences in these countries, the expansion of reputed global companies in the country could improve the financial position as well as the ability to work with the people. According to Friedman (2016), globalisation 3.0 is based on individuals competing against individuals. This form of globalisation may have certain risks, as individuals tend to think themselves at a higher level than the country or company. Thus, the decisions taken by the individuals may have a negative impact on the company. For example, if an individual decides to try out an innovative thing without the consent of the company then it may be a risk factor for the company as well as the individual. This is because the company may suffer loss if the innovative tactics fail. Another important drawback can be the fact that since individuals look to compete with one another, there may be a chance of any ethical or cultural violations. The attack on a certain culture or race of people may lead to problems among the countries (YouTube.com 2017). The iron rule of the world states that every individual or company needs to take full advantage of the opportunities that are provided. Failure to do so may create problems for the people. This is mainly because opportunities tend to come rarely (Cavusgil et al. 2014). Friedmans insight into the ways to seek opportunity and the theory proposed by him suggests the competitive nature among individuals in the modern business scenario. Once an opportunity is lost then it may be problematic for an individual or organisation to get another at a relatively quick time. Thus, it can be agreed upon that in the modern world, if a person does not seek opportunities for improvement then they may have to fall behind all the others. The example, provided about an individual residing in Peru suggests the level of innovativeness that is required in order to gain success in the world (YouTube.com 2017). According to Ekberg and Lange (2014), the level of globalisation that exists in the world is not uniformly distributed. This is because most people in the world do not have access to the use of modern technology and a proper life. In backward countries, people suffer from various diseases due to lack of medicines. The aim of globalisation is to bring people closer and increase the status of every country and society. However, with the existence of the third version of globalisation, the uniformity has not been maintained (Waring 2016). This is because individuals do not have the same level of interaction with the outside world. Conclusion Thus from the first activity, it can be concluded that the theory suggested by Taylor is important as it is still used by businesses. The application of such a theory helps to increase organisational productivity and motivate employees. The second activity helps to understand the effects of globalisation. With a new trend in globalisation, a risk of failure among the individuals and companies exist. A uniform distribution of globalisation is not maintained in the world that makes it more difficult for the progress among the people. The iron rule suggests the level of awareness required to succeed in the business. Reference Aitken, H. G. 2014.Scientific Management in Action: Taylorism at Watertown Arsenal, 1908-1915. Princeton University Press. Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., and Rose, E. L. 2014.International business. Pearson Australia. Ekberg, E. and Lange, E., 2014. Business history and economic globalisation.Business History,56(1), pp.101-115. Friedman, M. 2016.A theory of the consumption function. Pickle Partners Publishing. Moore, F. 2016.Transnational business cultures: Life and work in a multinational corporation. Routledge. Nyland, C., Bruce, K., and Burns, P. 2014. Taylorism, the international labour organization, and the genesis and diffusion of codetermination.Organization Studies,35(8), pp. 1149-1169. Stoller, A. 2015. Taylorism and the logic of learning outcomes.Journal of Curriculum Studies,47(3), pp. 317-333. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books. Witzel, M., and Warner, M. 2015. Taylorism revisited: culture, management theory and paradigm-shift.Journal of General Management,40(3), pp. 55-70. YouTube.com (2017).Ford and Taylor Scientific Management (Edited). [online] Available at: https://www.youtube.com/watch?v=8PdmNbqtDdI [Accessed 22 Aug. 2017]. YouTube.com (2017).Thomas Friedman's Three Eras of Globalization. [online] Available at: https://www.youtube.com/watch?v=lp4znWHvsjU [Accessed 22 Aug. 2017]. YouTube.com (2017).What Thomas Friedman means when he says "The World is Flat". [online] Available at: https://www.youtube.com/watch?v=oM2BguxRSyY [Accessed 22 Aug. 2017].